An integrated HRIS offers the potential for the flexible and imaginative use of stored personal data, which can in turn encourage a transformation of both the people management style used and the role of the Personnel/HR department (Tansley et al., 2001). According to Tansley, HRIS plays an important role in HR transformation storing personal data on employees changing the traditional management styles. The strategic role of the HR function means not only being involved in strategic planning from the outset and during the implementation phase but also matching employee resources with business needs (Panayotopoulou et al., 2005). However, this does not mean that the administrative role will cease to exist, although there is an inherent tension between the outlook required for a strategic HR role and that of the HR specialist in a traditional role (Panayotopoulou et al., 2005). Specifically, a HRIS may contribute to firms‘ strategic positioning in a number of ways, for instance, by improving customer service levels to managers and employees and enhancing the lines of communication between the company and its employees (Alvarez-Suescun, 2007) or by harmonizing tools and practices of management staff and developing HR management and strengthening corporate character (Alvarez-Suescun, 2007).